How to Deal With Employee Bullying

by Robert Vaux, Demand Media

Employee bullying can be a source of considerable stress.

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Bullying is not limited to the school playground or locker room. Grown-ups engage in bullying, even at work. Productivity drops, work quality is affected, and the bullied employee's life can become miserable. According to the Washington State Department of Labor and Industries, workplace bullying often involves an abuse of power or authority. Therefore, bullied employees must adopt slightly different steps to curtail it than managers or employers who hope to curtail the bullying.

Employees

Step 1

Recognize the bullying for what it is. Many forms of bullying contain a grain of truth, but inappropriate criticism stretches and distorts that past the point of recognition. Bullying is not about your performance or the job you're doing; it's about the bully projecting his perceived weaknesses onto you.

Step 2

Research bullying, both in general terms and as it specifically relates to your condition. Many companies have anti-bullying policies in their bylaws, and make sure you understand the business's position on bullying before taking action. In addition, understanding something about the bully's psychology -- even in a general way -- will help you better deal with the bullying.

Keep a record of each incident of bullying in a diary or journal. Keep it in a safe place (preferably at home). Record even minor incidents related to the bullying -- the pattern says much more than individual moments -- and record the date and time of the incident.

Step 4

Set up a paper trail: emails, receipts and other hard evidence related to the bullying. It may be a harassing email from the bully or evidence such as a time card contradicting the bully's statements. Focus on facts and details, rather than emotion. Ask yourself what the bully claims you are doing wrong and what evidence disputes that.

Step 5

Approach senior management or human resources about the bully. Follow the company's anti-bullying guidelines strictly and keep everything on a professional level. Display as much evidence as you can and state that the bullying is having an effect on your ability to do your job. Keep copies of any evidence and ask for specific steps in dealing with the bully. If the bullying is a corporate-wide problem (in other words, if the bully has the backing of senior management), you may need to consult an outside attorney for your options.

Employers

Step 1

Establish an anti-bullying clause in the company bylaws, asserting that employee bullying will not be tolerated and spelling out the possible repercussions of bullying.

Step 2

Appoint an independent employee -- preferably someone in human resources -- who can address claims of bullying when they arise. This person should be above the influence of other employees and even management in this regard.

Step 3

Encourage clarity and an open-door policy toward reporting bullies. Many bullies operate in private, where others cannot see their activities. A policy of openness and trust will encourage employees to come forward.

Step 4

Investigate claims of bullying thoroughly. Look for patterns of behavior -- particular employees mentioned as bullies by others -- and specific evidence as much as possible. If you conclude that bullying has been taking place, instigate the disciplinary policies outlined in your bylaws. If possible, separate the bullying employee from his victims by reassigning him or otherwise minimizing contact.

About the Author

Robert Vaux has been a professional writer and editor since 1995. He has traveled throughout Europe and North America as well as parts of North Africa. Since 2000 he has been a professional movie critic at Flipside Movie Emporium, the Sci-Fi Movie Page and Mania.com. Vaux has a Master of Arts in English literature from Syracuse University.

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